Recruitment

RECRUITMENT,

1. PRESENTED BY: PUJA KUSHWAHA M.Sc. 2 ND YEAR NIN, NOIDA

2. introduction Recruitment is interpreted as the procedure of exploring and obtaining applicants for the jobs from among whom the right people can pick out . It is the process of detecting and appealing capable applicants for employments.

3. definition “Recruitment is the foundation that feeds the managerial pool: without it managerial personnel dries up and survival of an enterprise is threatened.” Jerry and Franklin “Recruitment is the process of searching prospective employees and stimulating them to apply for organisation.” Edwin B Fllipo

4. PURPOSE AND IMPORTANCE Assist in reducing the chance that job applicants once selected and recruited Conform with organisations social and legal obligations in relation of constitution Commencing , preparing and capable job applicants Measure the strengths of various recruiting sources and techniques. Assist in increasing the success rate of the selection Decide the present and future need of organisation in alignment Step up the pool of job candidates at low cost .

5. OBJECTIVES OF RECRUITMENT To attract people with multi-dimensional skills and experiences To infuse fresh blood at all levels of organization. To develop an organizational culture that attracts competent people to the company. To search or heat hunt/head pouch people To devise the methodologies for assessing psychological traits. To seek out non-conventional development grounds of talent. To search for talent globally and not just within the company To design entry pay that competes on quality. To anticipate and find people for position that does not exist.

6. TYPES OF RECRUITMENT PLANNED ANTICIPATED UNEXPECTED

7. LINKAGES OF REQUIREMENT TO HUMAN RESOURCE ACQUISTION MANPOWER PLANNING JOB ANALYSIS RECRUITMENT SELECTION PLACEMENT

8. PRINCIPLES OF RECRUITMENT Recruitment should be done from a central place Termination and creation of any post should be done by responsible officers Only the vacant positions should be filled and neither less nor more should be employed. Job description/work analysis should be made before recruitment. Procedure for recruitment should be developed by an experienced person. Recruitment of workers should be done from internal and external sources. Recruitment should be done on the basis of definite qualifications and set standards. A recruitment policy should be followed. Chances of promotion should be clearly stated. Policy should be clear and changeable according to the need .

9. FEATURES OF RECRUITMENT It is a process rather than a single act or event. Linking activity as it brings together the employer and the prospective employees. Positive activity to seek out eligible persons from which suitable ones are selected. To locate the sources of people required to meet job requirements. Ability to match jobs to suitable candidates. A two way process between recruiter and recruited. A complex job that involves lots of factors like image of the company, nature of jobs offered, organizational policies, working conditions etc .

10. Definition and Requisition Sources Communication of information Identifying prospective employees Encouraging and attracting applicant Candidate assessment Recruitment Process

11. Recruitment steps

12. FACTOR DETERMINIG RECRUITMENT Size of the business Compensation package influence employees Working environment Past recruiting policy Employment conditions Cost of recruitment .

13. FACTOR DETERMINIG RECRUITMENT

14. ELEMENTS OF RECRUITMENT DEVELOPING SOURCES OF RECRUITMENT METHODS OF RECRUITING RECRUITMENT ORGANIZATION RECRUITMENT POLICY

15. 1. RECRUITMENT POLICY It specifies the objectives of recruitment It provides a framework for the implementation Enriching the organisation’s human resources Promotion from within Development of organizational system for implementing the recruitment programme Preferred sources of treatment {internal / external} Criterion of selection and preferences The policy provides a framework for recruitment Identification of recruitment needs

16. Basic elements of recruitment policy Discovery and cultivation of the employment market Use of the attractive recruitment literature and publicity. Use of the scientific tests for determining abilities of the candidate. Tapping capable candidates from within the services. Placement program which assigns the right man to the right job. A follow up the probationally program as an integral process.

17. General principles a recruitment policy It involves which reflect the employer’s commitment are: To find and employ the best qualified persons for each job To retain the most promising of those hired To offer promising opportunities for the life time working careers To provide facilities and opportunities for personal growth on the job

18. Factors affecting recruitment policy Organizational objectives Personnel policies of the Organization and its competitors Government policies on reservations Preferred sources of recruitment Organization’s recruitment needs Recruitment costs Financial implications Selection criteria and preferences etc.

19. Pre-requisites of a good recruitment policy Abide by the relevant public policy and legislation on hiring Provide employees with job security and continuous employment Integrate organizational needs and employee needs Provide each employee with freedom and opportunities to utilise develop knowledge and skills to the maximum possible extent Treat all employees fairly and equitably in all employment Provide suitable jobs and protection to handicapped, women and Encourage responsible of trade unions Be flexible enough to meet the changing needs of the organisation

20. 2. RECRUITMENT ORGANIZATION Centralized Recruitment Decentralized Recruitment

21. 3.SOURCES OF RECRUITMENT INTERNAL SOURCES EXTERNAL SOURCES MODERN SOURCES

22. 4.METHODS OF RECRUITMENT DIRECT THIRD PARTY INDIRECT INTERNAL

23. 4.METHODS OF RECRUITMENT

24. SELECTION Selection implies matching people with the right job. It is selection quality personnel for placing in right position. to render quality services. Selection is a process of choosing from among external candidates the most suitable persons for the current position or for future positions .

25. SELECTION Selection implies matching people with the right job. It is selection quality personnel for placing in right position. to render quality services . Selection is a process of choosing from among external candidates the most suitable persons for the current position or for future positions.

26. Screening of Application Employment Interviews Selection test Preliminary Interviews Approval by A ppropriate authority Physical Examination Steps of selection

27. SELECTION TEST Those candidates who have passed the preliminary interview will be asked to appear the selection test. Test serve as an important device in the process of selection. Test aim at discovering and measuring selected qualities, abilities and skills of a candidate in terms of job specifications .

28. Type o f Interviews DIRECT INTERVIEW GROUP INTERVIEW PATTERN INTERVIEW STRESS INTERVIEW NON-DIRECT INTERVIEW PANEL INTERVIEW PLACEMENT BOARD INTERVIEW

29. EEFECTIVE PLACEMENT 1.Job orientation 2. Team work 3. Training 4. Development job enrichment 5. Reduces absenteeism empowerment

30. PROMOTION Promotion comes from the Latin word promover meaning to move forward. “A promotion is the transfer of an employee to a job which pays more money or one that carries some preferred status.” ‘ Scott and Clothier ’ “Promotion is an advancement of an employee to a better job better in terms of greater responsibility, more prestige and status, great skill and speciality increased rate of pay or salary. ‘ Pigers and Mayers ’

31. PURPOSE To motivate employee to higher position. To attract and retain the competent and cream employee. To recognizing and reward deserving and competent employee. To increase the effectiveness and efficiency of capable employee and organisation. To fill higher vacancies within organisation To build morale and belongingness among the employees. To provide opportunities to the employees to grow within organisation.

32. PROMOTION POLICY It should clearly stated either the promotion be done within the organisation or outside the organisation. It should be fair ,impartial and planned activity. The promotional routes to be followed for different cadre should be mentioned clearly. There should be a provision for training for promotion Records of employees should be maintain properly so that it can be use in time of promotion.

33. PROMOTION CRITERIA SENIORITY SYSTEM SENIORITY CUM MERIT SYSTEM METHOD OF TESTING MERIT

34. CONCLUSION Human Resource is the combination of quantitative and qualitative assessment of human beings in the society. It does not mean only the number of people working in the organization; but it is the aggregate of employees, employee skills, knowledge, ability, talents, aptitude, and creativity. The success and failure of an organization depends to an extent as to how much efficient, experienced, and capable employees are procured and recruited.

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